In today's dynamic business landscape, the ability to effectively manage change is no longer a specialized skill but a fundamental requirement for survival and growth.  Investing in change management  competencies supports the following. 

Strategic Benefits:

• Accelerate Growth and Innovation:Position your organization to rapidly adapt to market shifts, adopt new technologies, and seize emerging opportunities, turning change into a competitive advantage.
• Enhance Organizational Resilience: Build a culture that not only weathers disruption but thrives on it, ensuring long-term sustainability and a reputation for stability in a volatile world.
• Drive Strategic Alignment: Ensure that every change initiative is directly tied to and propels your core business objectives, maximizing the return on your transformation efforts.

Tactical Benefits:

• Increase Project Success Rates: Dramatically improve the likelihood of achieving desired outcomes on time and within budget by systematically addressing the human side of change.
• Mitigate Change-Related Risks: Proactively identify and manage resistance, minimizing disruptions to productivity and preventing costly project delays or failures.
• Improve Decision-Making and Resource Allocation:Utilize a structured approach to assess the impact of change, enabling more informed decisions and the effective allocation of time, budget, and personnel.

Operational Benefits:

• Boost Employee Morale and Engagement:Foster a supportive and transparent environment where employees feel valued and empowered, leading to higher job satisfaction and productivity during transitions.
• Minimize Productivity Dips: Equip employees with the awareness, desire, knowledge, ability, and reinforcement needed to navigate change successfully, reducing the typical performance decline during periods of uncertainty.
• Enhance Cross-Functional Collaboration: Break down silos and foster a unified approach to change, ensuring clear communication and seamless cooperation between departments and teams.

Professional Benefits:

• Become an Indispensable Leader: Develop the critical skills to guide teams through uncertainty, demonstrating your value and readiness for more significant leadership roles.
• Effectively Influence and Persuade: Master the art of communicating the "why" behind change, building consensus, and motivating stakeholders at all levels to embrace new ways of working.
• Build Your Career Resilience:Equip yourself with a universally sought-after skillset that enhances your adaptability and makes you a valuable asset in any organization navigating transformation.

1. CHANGE FOUNDATION CURRICULUM

Organizational Context and Awareness

Change management and benefits

Levels of adoption 

Cynefin model – simple or chaotic change

Planned and emergent change

Systems thinking

Organizational culture

Force-field analysis

Structuring Approach to Change

Co-design

ADKAR

Evolving the n-step process

Delivery strategy and change management

Agile practices

Continuous change management cycle

Change managers and agile practices

Change strategy

Human Responses to Change

Individual Differences

Intro to neuroscience and change

Change curve

Leading the change journey

Human Motivations / Drives

Reward and punishment

Positive psychology and resilience

Change formula

Survival and learning anxieties

Learning and Change

Competence and learning

Learning process and individual preferences, learning dip

Leadership through Change

Key roles in change process

Role of change sponsor

Change agent’s role and personal influence

Role of local leadership in change

Leadership and psychological safety in change

Leadership shaping organizational culture

Teams and Change

Team structures and change

How teams develop

Assessing and growing team effectiveness

Harvesting the value of team diversity

Stakeholder Engagement

Stakeholder definition and identification

Stakeholder analysis

Stakeholder levels of power and stakeholder mapping

Building engagement

Planning stakeholder engagement

Communication

Basics of communication theory

Barriers to communication

Messaging to communicate change

Communicating change – hearts and minds

Ways in which we connect with people

Communication channels

Communication planning

Assessing Impact / Severity

Assessment of change impacts

Change impact severity

Resistance to Change

Underlying causes of resistance

Reasons for resistance

Change Analytics

Measurement types

Building a change analytics strategy

Preparation for the Foundation Exam

2. CHANGE PRACTITIONER CURRICULUM

Sustaining change

Types of levers for change 

Tipping point and critical mass

Roger’s adoption model

Learning for change

Introduction to effective instruction 

Learning needs and objectives - knowledge, skills and attitudes

Coaching for change 

Active listening

Giving developmental feedback

Framework for coaching 

Handling Conflict in Change

Conflict in change situation and conflict management

Facilitation for co-design

Facilitation principles for co-design

Preparation for the Practitioner Exam

We adapt to your team's needs with two learning experiences: in-person workshops at your location or  virtual sessions that bring our expertise directly to your team.  Our goal is to maximize your team's time, value, and productiity. 

CHANGE MANAGEMENT FOUNDATION

The typical schedule is for 3 consecutive days, but we could also run 5 half days for virtual sessions to help meet business needs. This flexibility allows for a more customized approach to training that can accommodate varying schedules and time constraints.

CHANGE MANAGEMENT PRACTITIONER

This is taught over 2 consecutive days.

BUNDLE CHANGE MANAGEMENT FOUNDATION AND PRACITITONER

This is taught over 5 consecutive days.

These programs are ideal for:

Current or aspiring managers of organizational change, transition, or transformation.

Professionals in key roles responsible for the design, development, and delivery of change programs.

Project and program managers tasked with implementing significant organizational shifts.

Early career professionals interested in understanding the basic principles of achieving successful organizational change, transition or transformation.

CHANGE MANAGEMENT FOUNDATION

Exam Format: The Change Management Foundation certification exam is a multiple-choice exam with 4 sections for a total of 50 questions. 

Test Duration: The Change Management Foundation certification exam is 40 minutes.

Passing Score: Furthermore, you can expect questions testing you whether you understand these key facts, concepts, principles, techniques, and examples from the course materials.

Closed book.

All Change Management Foundation certification exams are administered by APMG International.

CHANGE MANAGEMENT PRACTITIONER

Exam Format: The exam is based on a case study scenario.  The purpose of the scenario-based exam is to demonstrate your ability to apply the Change Management Practitioner learnings. 

Test Duration: The Change Management Practitioner certification exam is 2.5 hours.

Passing Score: 40 marks/points are required to pass (out of 80 available)

Restricted open book – The APMG Change Management Study Guide.

Prerequisites: Change Management Foundation certificate

Test Administration: Change Management Practitioner certification exams are administered by APMG International.

CHANGE MANAGEMENT FOUNDATION

Complete program for Live-Online: USD $1,975 per participant, including exam fee. 

Group discounts available for 3 or more. 

CHANGE MANAGEMENT PRACTITIONER

Complete program for Live-Online: USD $1,590 per participant, including exam fee, and optional change management coaching call. 

Group discounts available for 3 or more. 

BUNDLE CHANGE MANAGEMENT FOUNDATION AND PRACITITONER

Complete program for Live-Online:  Bundle both Foundation and Pratitoner for a discounted program price. Contact us for details.

ALL PROGRAMS

For in-person delivery prices, please contact us for details.